Understand why your people really leave.
Leavers are the most candid population in any organisation. LastOpinion captures what they know – at any scale, in any language, on any device – and turns it into retention decisions rather than paperwork.
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Well-being and the manager relationship lead the reasons this year – both moving the wrong way against benchmark.
Attrition isn’t random. It just looks that way from inside.
Every leaver takes an explanation with them. Collected properly – independently, confidentially, systematically – those explanations form a pattern long before the pattern shows up in your turnover numbers. Collected badly, or not at all, each resignation stays a surprise and each replacement a cost.
LastOpinion has been doing this since 2003: independent exit surveys and interviews that people answer honestly, benchmarked against twenty years of leaver data, reported so the retention decisions write themselves.
Every leaver heard. Every pattern seen.
Independent and confidential
People tell an independent third party what they won’t put on an internal HR form – especially on the way out.
Any scale, any language
From automated leaver surveys across a workforce to structured one-to-one exit interviews – multi-language, multi-device, always on.
Benchmarked reasons
Leaving reasons compared against two decades of data, so you know whether your pattern is sector-normal or a warning.
Decision-ready and data rich.
- Individual leaver reports and aggregated group analysis
- Real-time dashboards with drill-down by team, role, tenure and demographics
- A board narrative with priorities graded PRIORITY / WATCH / STRENGTH
- A turnover cost view – put your own numbers into the turnover cost calculator
When a senior leader leaves, what do you really learn?
The replacement cost is the smallest part. Senior leavers carry patterns, politics, market views and succession truths that rarely make it into a resignation letter – and almost never into a standard exit form.
Executive Exit is a confidential, one-to-one consulting interview for senior and board-level departures, conducted by an experienced independent interviewer and reported only to named stakeholders. The output covers the real reasons for leaving, an assessment of culture, leadership and governance, talent and succession risks, and how the leaver intends to speak about the organisation externally – with prioritised recommendations, graded by urgency.
Talk to us about Executive ExitPart of the system.
Exit intelligence is where the lifecycle folds back on itself: what leavers reveal sharpens what FindingPotential assesses for, what OnBoarder watches in the first year, and what WinningFormula measures in between. The organisations that listen at the exit stop repeating it.
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See what your own data already knows.
Send us your last twelve months of leaver data and we’ll show you what it reveals – no charge, no deck, no obligation. Or start with a free trial or a 30-minute conversation.